Why there is the need for new information

Old ways of thinking and operating is commonly causing organisations a range of significant problems which become interconnected in a spiderweb - like fashion making them difficult to solve.  

Matters such as work-related stress, bullying, harassment, overwork, burn-out, changing priorities, parity issues, ineffective leadership, poor workplace culture and bad customer experiences are just some symptoms that we address in these modules along with their underpinning causes.

The good news is that with the right knowledge and capabilities, these and other commonly reported issues can be expertly addressed in-house, and prevented from reoccurring. This will subsequently free up time, resources and energy and allow people to focus on issues that are core to employee and organisational success.


About the modules

We offer two bundles of modules which make up an entire program. One bundle is for general employees; the other is for supervisors and managers (at any level). 

Each program comprises of the same four modules and addresses some 180 contemporary problematic issues commonly reported by employees, managers and governing bodies across all industries. However, the audio podcasts in each bundle are different to provide greater relevance to the reader's position and experience.

The price of each bundle is the same.


Module 1: Clarifying Roles

Role ambiguity affects how work is conducted and behaviour occurs. It has a lot to do with how frustrated people become in their jobs and how much ensuing wasted time and effort goes into addressing issues that could otherwise be avoided.

This module is not about position descriptions as such. However while most organisations have PDs, they tend to be more strategic and do not provide enough clarity for use by employees, their supervisors and others who have to rely on information about roles in their reporting, analysis and other work. Much falls through the proverbial cracks in PDs which leads to role ambiguity and a wide range of ensuing problems and frustrations.

In this module we will explain how to untangle roles and as a bonus show you how to document them for operational use. Application of this knowledge will help eradicate a wide range of problems that you may not have realised had anything to do with role clarity!


Module 2: Deliberate Leadership

Leadership is always connected to the societal norms of the times, so when organisations are using outdated leadership knowledge or practices in modern work environments, they will experience problems. 

Further, because it is common to confuse leadership with management or with leaders, and to bring in personal focuses, opinions and biases into leadership, there are often problems with achieving consistent leadership practices and results across an organisation. 

In this module we not only address these issues, but also explain the discipline of leadership and explain why organisations now need to use two different parallel forms of leadership in order to be successful. We address the neuroscience behind why people follow or resist change; toxicity in the workplace; how leadership can sometimes be hijacked, and many other issues which determine how successful leadership will be in your organisation.


Module 3: Working with Performance and Behaviour

When people manage their own or others’ performance and behaviour well, people will thrive, and organisations will flourish. Get it wrong and people can be emotionally crushed, careers can be ruined, and workplaces can become toxic.

In this module we take you through the minefield associated with being on both sides of performance management and show you how to avoid the traps that organisations all too often experience.

As with the other modules, we draw on information from 12 relevant, interconnected disciplines to ensure that the reader has an holistic view of the problems and solutions connected with managing their own or others’ performance and behaviour.


Module 4: About Stress, Rewards and Discipline

In this module we look at outlying situations -  including how and why people become stressed and how and why our brains interpret what is and is not a reward.  

We go into the real purpose of workplace discipline, how it links to organisational risk, who should be involved and how to apply it fairly and consistently so that actions are compliant to IR and other governance requirements.

As with the others, this last module is packed full of information which has a major impact on how people work, feel and behave and workplace culture.

Interestingly, this module will take you back to the first. And if you re-read Clarifying Roles with new understandings, you may gain a deeper appreciation about why role clarity is so important to an organisation's success and employee well-being. 


About Stage 2 – Implementation program (optional)

This implementation program comprises of a series of audio-podcasts and downloadable materials for those who want to go beyond knowledge attainment or who seek additional assistance in how to implement any of the materials 

For more information please contact us at  ask@ourworkplace.co (note - not .com)


About the authors

OurWorkplace is an initiative created by highly credentialed, internationally experienced consultants and educators whose expertise covers the following disciplines. Leadership, Management, Organisational Development and Behaviour, Organisational Psychology, Human Resources, Governance, Risk Management, Industrial Relations, Production and Productivity, Finance and Learning and Development.